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Discipline
"Rules" We've Learned from Doing Actual Discipline at
Mott
- There is no single formula that
can be rigidly followed when dealing with performance and disciplinary
situations; each case is unique. On the other hand, there are a
few underlying principles.
- Act promptly.
- Get the facts
- Keep an open mind
- Try coaching first – make
sure the employee knows the rule. Coaching is NOT discipline. Our
unions would like to be involved at the coaching session even though
it’s not technically required by the labor agreement or labor
law. Explain in the coaching session that discipline will occur
in the future if the conduct continues. Document the coaching session
in writing to employee, Union, HR including fact that employee was
told of consequences.
NOTE: Not every first incident
should be handled with coaching – coaching is for minor performance
problems. If a teacher slugged a student in class, discharge would
be a potentially appropriate first disciplinary response.
- For minor performance problems,
since discipline is corrective in nature, throw two strikes before
you discipline.
- First Incident – Bring the problem to the employee’s
attention the first time they do something wrong. Do this
by talking to them and making a written note of it; give
the note to the employee.
- Second Incident – remind them of the first incident;
tell them if it happens again, you’ll be forced to use
the formal disciplinary process. Make a written note of the
conversation and give a copy of it to the employee.
- Third Incident – invoke the
formal disciplinary process.
- Involve the Union and HR early
on.
- Keep a log but the log alone isn’t
sufficient – you have to tell the employee what they’ve
done is wrong.
- Meet face to face. TALK TO THEM;
DON’T JUST SEND NOTES!!
- Be fair, firm and honest.
- Warn employee of consequences.
- Document, document, document
and copy Union and employee.
- Before you issue discipline,
imagine yourself in the witness chair in front of an arbitrator
or judge – can you explain, in simple, clear, straightforward
terms, what the employee did wrong and why you chose this particular
discipline?
- When issuing notes and discipline,
sign and date the original.
- Explain to employee what you’re
going to do and DO IT.
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